How to Use the EARN Website

The core of the EARN website is a series of backgrounders and resources categorized by topic. You can search for information by keyword via our search bar, or browse through six categories, each of which centralizes information on different aspects of disability inclusion. Below is a list of those six categories, along with the types of information you’ll find within each section:

Perhaps the most common question we hear from employers is “where can I find qualified job candidates with disabilities?” This section of the website will tell you. It features recruiting tips, as well as dos and don’ts during the interview process and ways to proactively hire disabled veterans. It also highlights effective strategies for communicating a commitment to inclusion, and ways to leverage internships and mentoring as recruiting strategies.

The best way to retain great employees is to foster an inclusive and supportive workplace culture. This section of the EARN website reviews a range of effective practices that can help keep and advance employees with disabilities within your workplace. You’ll learn about reasonable accommodations and productivity enhancements; workplace flexibility; issues impacting aging workers; employee resource groups (ERGs); and so called “disability etiquette” basics designed to provide all employees with a greater comfort level. You’ll also gain an understanding of “return to work” and “stay at work” practices to help you retain employees after the onset of an illness or disability.

There are numerous laws and regulations that relate to the employment of people with disabilities. Check out this section to learn which laws apply to you and find resources to assist you in complying. You’ll also find information on tax incentives available to certain employers who hire people with disabilities.

Are your company’s doors open to everyone? They may not be. Learn what it means to have an accessible workplace—physically, virtually and attitudinally. You’ll find resources on basic ADA standards, assistive and accessible technology, and the importance of buying and implementing workplace technology that can be used by all applicants and employees. After all, you can’t hire people with disabilities if they can’t apply for jobs at your company in the first place.

As a part of doing business with the Federal Government, federal contractors assume certain obligations. So if you do business with the Federal Government, be sure to check out this section, which features what you need to know about your responsibilities under Section 503 of the Rehabilitation Act as well as the Vietnam Era Veterans’ Readjustment Assistance Act. Recent updates to these laws require covered federal contractors to proactively recruit and advance employees with disabilities and disabled veterans, and encourage applicants and employees disabilities to self-identify as such. Learn the nuts and bolts here.

If you work in the public sector, this section is for you. Learn about EARN’s community of practice for federal hiring managers, as well as efforts underway to help state legislators implement effective disability employment policy. EARN is here to support public sector entities in their efforts to become model employers of people with disabilities, ensuring that they “walk the walk” and reflect the diverse citizenry they serve.